Adjustments at Recruitment

Recently we have seen how important it is for recruitment assessments to take into consideration the disabilities of job applicants, and how a failure to make reasonable adjustments can put you at risk of a claim of indirect disability discrimination.

Interviews generally give a poor indication of someone’s ability to perform in a particular role. This is even more the case with autistic candidates and there are much more appropriate ways to assess them, including relevant work trials or tests. However, if you have to interview a candidate you know to be on the autistic spectrum, here are some tips to bear in mind: